Parental Leave

Agnes Scott College believes that parents who want to be able to care for newborn or newly adopted/placed children should be able to do so for a period of time not to exceed 12 weeks, in accordance with the Family and Medical Leave Act. The following guidelines apply to paid parental leave.


All faculty and staff who have completed 12 months of service and have worked at least one semester or 1250 hours in the 12-month period preceding the leave.

In accordance with the Family and Medical Leave Act of 1993 (FMLA), the college provides eligible faculty and staff with up to 12 weeks of family and medical leave during any 12-month period. FMLA leave may be paid, unpaid, or a combination of paid and unpaid, depending on the circumstances and as specified in the policy. FMLA leave runs concurrently with other college-sponsored leave plans. (A copy of the FMLA policy is included in both the faculty and staff handbooks and on the Office of Human Resources website, policy #680).

Paid Parental Leave:

The College will grant paid parental leave, normally not to exceed eight (8) weeks. Written notification must be given to the respective Vice President/Dean six months in advance or as soon as practical.

If leave is for adoption or foster care placement, the leave must be completed within 12 months of the date of placement.

Unpaid Parental Leave:

In addition to eight (8) weeks paid parental leave, the faculty or staff member may request extra leave time, not to exceed a total of 12 weeks. This additional time will be paid up to the amount of paid leave time (vacation, sick or personal time) the employee has accrued (if applicable), not to exceed four (4) weeks. Otherwise, this additional time will be unpaid. Please note that faculty members do not earn vacation or sick time.

Status & Benefits during Leave:

Subject to the terms, conditions, and limitations of the applicable plans, health insurance benefits will continue on the same basis as if the faculty/staff member were on active service, i.e., contribute the same share of the medical premium. Premium remittances are to be made on a monthly basis and mailed directly to the Office of Human Resources. Faculty or staff members who fail to remit their premiums or who elect to discontinue their coverage during this time will have their insurance canceled. Upon return to active employment, re-application to the insurance carrier will be necessary along with completion of the Evidence of Insurability form. Re-entry into the Plan is based upon the insurance carrier's underwriting guidelines and is not guaranteed.

Benefit accruals, such as vacation, sick leave and holiday benefits will be suspended during the approved family leave period.

Notification to the College:

Faculty and staff members desiring to apply for FMLA leave under this policy must submit written application to their respective vice president or dean at least six months in advance of the anticipated leave or as soon as practical. All FMLA leave requests are subject to the prior approval of the respective officer of the College and will be based on the needs of the College.

Application and Approval:

Application forms are available in the Office of the Dean of the College and the Office of Human Resources, and must be completed as soon as circumstances will permit. When submitting a request for medical leave, a physician's statement, including prognosis and expected date of return, must accompany the leave request form. Once approved, the completed form is returned to the faculty or staff member requesting a leave and a copy is placed on file in the Offices of Human Resources and Payroll.


An eligible faculty or staff member may take up to 12 weeks of leave under this policy during any 12-month period.

The College will measure the twelve-month period as a rolling 12-month period measured backward from the date an individual uses any leave under this policy (except that the College will not measure back before August 5, 1993). Each time a faculty or staff member takes leave, the College will compute the amount of leave the faculty or staff member has taken under this policy and subtract it from the 12 weeks of available leave, and the balance remaining is the amount the faculty or staff member is entitled to take at that time.

Spouses who are employed by the College and who request FMLA leave for the birth, adoption or foster care placement of a child with the employee, are eligible for a combined 12 weeks between the two individuals. In other words both individuals continue to be eligible for 12 weeks of FMLA apiece, but may only take 12 weeks between them for this event.

Policy No.  682  Issued  1/1/2004